TopCashback Gender pay gap
This is the second time TopCashback has reported on its Gender Pay Gap. From this review, as we expected, there is more work to do as we remain focused on our belief in fair play. Fairness within our organisation has always been a priority to us. For example, in this latest reporting period we have:
In regards to our Gender Pay Gap, we understand the drivers of it and are working hard to address it. The business has a large percentage of male colleagues in Tech, as well as lower representation of female colleagues at the most senior level. As reported previously, weWe also have an historic share option that was open awarded to all employees around 10 years ago that significantly skews our overall Gender Pay Gap figures, and will continue to adversely impact these for several years to come.
What are we reporting on
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Based on a binary understanding of Gender: Male, Female
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We appreciate we have colleagues who do not fit into this binary categorisation of gender including those who are non-binary or genderfluid and they are not captured in this reporting
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Sharing gender identity is voluntary in TopCashback
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TopCashback UK based heads
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Comparing wages during the snapshot period of: 5th April 2023
The TopCashback community
In TopCashback we had a total number of colleagues of 271 as of 5th April 2023 working for TopCashback in our UK based offices. Our reporting is based on 246.
Our gender split during this period was 125 Males and 121 Females.
The shape of TopCashback
We have a higher proportion of males in TopCashback than we do females. We work in a digital technology based business where a third of our total heads are from within the Tech industry which nationally is made up of just 20% women. We fall slightly below this with 18% women in our tech team at the time of reporting (up from 14% in our last reporting period). In 2021 we introduced a new inclusive recruitment policy to ensure we were attracting as many women as possible to our team and we continue to engage with inclusive and diverse recruitment platforms to specifically target women.
Our senior leadership team is made up of 10 males, who have all been in position for at least five years with most being in post for more than 10 years, and one female who was appointed in 2023. Excluding the Board and our Tech Department, we have more women in our top two quartiles than men.
Our Plan to address this going forward:
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Continue to support our inclusive recruitment process. All roles are advertised internally to widen the pool of candidates. Our internal moves (usually carrying additional responsibility) were 14 this year, 7 males and 7 females
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Continue to engage diverse / inclusive focused recruitment platforms that help us get our roles in front of females in the tech industry
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We aim to have diverse shortlists for all senior internal and external hiring
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Ensure our tech recruitment partners are inclusive
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A gender lens on all future Board appointments
Recruitment:
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Listen to our colleagues experiences of our workplace and continue to raise awareness of those who may face extra barriers due to gender, race, religion, ability level etc..
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Continuing to run to our TopTalk programme to learn about others experiences of life
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Flexible, job share, and part-time working is available to everyone
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We continue to provide training to our leaders to ensure we have a positive environment where concerns can be raised
Retention:
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Offer female external leadership training to women in the business
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Offer mentoring programme
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Work continues within our tech teams to review the role content to enable better development conversations and support more robust career progression plans